JOB ROTATION

Presented by Md.Safiullah

Roll no.4555/09

Job Rotation

Job rotation is refers to the moving employees from job to job to add variety and reduce boredom by

allowing them to perform a variety of tasks

Origins of Job Rotation

• Since late 1980’s Job Rotation has been developed and mainstreamed as an active labour market tool in Denmark

• Job Rotation originated in Denmark as a collaborative development amongst trade unions, employers and training institutes

Job Rotation

Job Rotation meets the EU Employment Strategy in the following areas: As a tool to address change and promote adaptability &

mobility in the labour market

As a means to promote development of human capital and life long learning

As a tools to promote integration of and combat discrimination against people at a disadvantage in the labour market

As a tool to promote business competitiveness

Why Develop Job RotationCreating a Win Win Win

1. Promotion of company competitiveness2. Active labour market intervention3. Social partnership approach

1. Job Rotation promotes Competitiveness

• Meets company training needs• Improves qualifications/skills of employees• Further motivates the work force• Core element of sound staff development• Helps develop an adaptable and skilled

workforce• Helps companies to avoid loss of production

during periods of training

2. Job RotationAs An Active Labour Market Tool

• Provides training and qualifications for unemployed persons

• Brings unemployed persons closer to the labour market

• Provides training & further qualifications for employees – strengthening their position in the labour market

• Can prevent bottlenecks occurring in employment sectors

3. Job Rotation as a Model of Social Partnership in Practice

• Job Rotation demands close co-operation between employers, trade unions, training institutions, unemployment center/organizations, local employment services and welfare services

• Job Rotation increases understanding between social partners

• Job Rotation can act as a catalyst to promote further innovative ways of co-operating in partnership

What does Job Rotation Offer Employers

• Job Rotation is a highly flexible concept & can adapted to the individual companies involved

• The ability to release employees for staff development/further training using Job Rotation means that companies avoid production losses while their employees are under-going training

What does Job Rotation Offer Employers

• In company Job Rotation employee ‘mentors’ are trained by the project to support the unemployed substitutes

• Companies, after completion of Job Rotation have a pool of skills (unemployed) trained relief labour to draw on for replacement workers

• There is no commitment required by an employer to find a permanent job for the unemployed person at the end of the rotation period.

How Does Job Rotation Benefit Employees

• Job Rotation provides employees with further training to improve their qualifications through general and/or specialist training.

• Specialist training reinforces employees links with the labour market and strengthens their position within the company

• Job Rotation also provides the employee with an opportunity to take part in team building and personal development with a view to returning with enhanced levels of confidence and greater self knowledge

What does Job Rotation Offer the Unemployed

• Provides specific skills training relevant to employer needs

• Real work experience• Recent ‘employer reference point’ • Opportunity of being offered employment

upon completion of Job Rotation phase

Roadblocks

There are two major categories of roadblocks that are often encountered in setting up a job rotation system:

• Cultural issues• Rotation issues

Cultural issues

The first set of difficulties are associated with the challenge of changing the work structure and not from the job rotation in and of itself

• Experienced workers not wanting to learn new types of work• Employees not wanting to “lend” their equipment to others• Pre-existing differences in wage levels among employees whose

jobs are to be rotated• High-seniority employees who have “paid their dues” working at

difficult jobs may believe that they have earned their right to easier jobs and may resist going back to more difficult work.

• Practical problems of physically getting from one job to the next

Rotation issues

The other set of difficulties have to do with issues surrounding the rotation schedule itself

• Difficulties in finding appropriate jobs to rotate • Difficulties for employees in learning the subtleties of some

tasks and thus end up increasing the physical demands.• Inability of some employees to be physically able to

perform the most difficult tasks• Education and training of workers for new jobs• Inconsistency of application

drawbacks

• Training cost• Disturbance of work• Demotivate intelligent and ambitious trainees

who seek specific responsibility in their chosen speciality

conclusion

Job rotation represents an excellent method for broadening the manager or potential manager, for turning specialists into generalists

Thank you